Make More Effective Hiring Decisions with Utah Background Checks
Hiring new employees is one of the most important decisions a Utah business can make. But the process is also time-consuming and costly, which is why it’s essential to choose the right candidate the first time. Background checks give you the tools to make more informed hiring decisions by providing information beyond what’s listed on a résumé or job application.
At Accurate, we offer Utah background checks that can be tailored to your industry and hiring needs. From employment and education verification to criminal history searches and license and sanctions checks, our screening services provide a more comprehensive picture of who you’re bringing into your company.
Why Utah Employers Should Use Background Checks
Not every applicant tells the whole story on their résumé. Running background checks as part of your hiring process can reveal information that wasn’t identified during the interview process and make it easier for you to identify eligible candidates. Here are 3 key reasons you should make them a part of your hiring process:
- Make More Effective Hiring Decisions: Background checks provide information which allows employers to dig deeper into a candidate’s history to better evaluate their ability to meet the requirements of the role. Whether you’re confirming past employment, checking professional licenses, or reviewing education credentials, having access to the applicable data supports more informed hiring decisions.
- Help Mitigate Risk in Your Business and Workforce: Screening candidates before they start at your organization helps to assess the potential of employing individuals who may pose an unreasonable risk to safety or business operations. This can help maintain a secure work environment and promote a safe environment your employees, customers, patients, or clients.
- Follow Industry Standards: Regulated industries — such as finance, healthcare, and childcare — may require specific pre-employment background checks. Failure to conduct proper screenings in these sectors could expose your organization to potential penalties or operational disruptions as a result of violations.
Utah Background Check Laws: What You Should Know
In addition to federal background check laws like the Fair Credit Reporting Act (FCRA), Utah also has state-level considerations for employers. These include:
Ban the Box in Utah: Utah does not have a statewide Ban the Box law that applies to private employers, but it does impose specific restrictions on public employers (and certain state contractors). Public employers should not ask about criminal conviction history on the initial job application and must delay those inquiries until later in the hiring process (e.g., after an interview). In general, public employers should not exclude applicants from an initial interview solely because of criminal history.
Marijuana and Employment: The state of Utah permits the use of medical cannabis under specific conditions. However, state law does allow employers to implement policies restricting the use of marijuana by employees for the purpose of promoting workplace health and safety and establish and enforce zero-tolerance or drug-free workplace policies. But employers should exercise caution when implementing drug testing policies, as the state has established specific requirements regarding testing procedures, including timing, compensation, and evaluation of results.
Learn more about Utah’s workplace marijuana laws here.
Industry-Specific Requirements: Certain Utah agencies, such as the Department of Human Services and the Department of Health, have requirements for criminal background checks for positions involving vulnerable populations. Employers in these sectors should stay informed to help support their compliance state-specific mandates.
Fair Credit Reporting Act (FCRA): Like all U.S. employers, Utah businesses must follow rules and regulations established by the federal FCRA when using consumer reporting agencies (CRAs) like Accurate to conduct background checks. This includes obtaining written consent before conducting a background check, providing proper disclosures, and following the necessary pre-adverse and adverse action procedures if you plan to rescind a job offer due to, or partly due to, information reported by a background check.
Note: While Accurate helps keep organizations updated as laws are passed or change, it’s ultimately every employer’s responsibility to ensure their policies are fully compliant with all relevant rules and regulations.
Conduct Utah Background Checks with Accurate
Every new employee represents both an opportunity and a responsibility for your business. A thorough background check may help you maintain your hiring standards, support your compliance with applicable regulations, and help you make more well-informed hiring decisions.
At Accurate, we make it simple to build screening solutions that fit your industry and hiring process. Our Utah background checks are both fast and detailed, giving you the information you need to make important hiring decisions. Contact Accurate today to get started with Utah background checks.
DISCLAIMER
This overview is not an exhaustive list of employer laws and is meant to provide employers with common laws employers should consider in Utah.